The City notified CLASA of its request to enter into negotiations for the current MOU expiring June 30, 2022, on August 16, 2021, as required by the MOU. A budget briefing with CLASA was held on August 9, 2021, to begin the process prior to CLASA meeting with City Council on September 9, 2021. An executive session was held on September 23, 2021, and formal negotiation meetings commenced on October 13, 2021, with a tentative agreement made on November 18, 2021. All articles in the MOU were open to negotiations. The City and CLASA were able to reach agreement on a two (2) year MOU that will be in effect from July 1, 2022, through June 30, 2024. The agreement does not include any areas to be reopened during the term. The Meet and Confer ordinance was amended in October 2018 and allows for the Memorandum of Understanding to continue from year to year after the initial term above ends absent notice by either party of its desire to amend or modify the Memorandum of Understanding through Meet and Confer. Substantive changes to the MOU include:
- Fund ongoing merit increases of up to 5% for both FY 22/23 and FY 23/24 for all eligible Sergeants.
- Fund a 5% Special Assignment Pay Differential for Sergeants in the following specialty assignments in addition to those already covered in the MOU: Auto Theft/Property, Criminal Intelligence Unit, Financial Crimes, Property Crimes/Arson, Public Information Office (PIO), Professional Standards Section (PSS), and K-9 unit.
- Effective July 1, 2022, the market position will increase from 4th to 3rd Market with total cash compensation methodology as the measure for any market increase to occur in August 2022. In FY 23/24, upon completion and acceptance of the citywide classification and compensation study, if the City adopts a pay philosophy that would result in a greater pay increase for unit members than the methodology set forth in this MOU, this philosophy will be incorporated into the MOU and applied to the August 2023 survey.
- Effective July 1, 2022, once a Sergeant is eligible for longevity pay and meets the criteria outlined the MOU, they will be eligible for both merit and longevity (if applicable) pay with no 5% combined cap on the payment.
- Effective July 1, 2022, all Sergeants will continue to receive uniforms and equipment through the quartermaster system and will receive an increase to the additional uniform/equipment allowance from $200 to $300 annually.
- In FY22-23 only, a one-time, non-pensionable lump sum payment of $2,000 per Sergeant will be paid the first full pay period in July 2022.
- Effective July 1, 2022, annual longevity payments will be reduced from 2.50% to 2.25% for all eligible Sergeants.
- Effective July 1, 2022, when an observed holiday falls on a non-scheduled workday, Sergeants shall receive paid time off equivalent to the number of hours in their regularly scheduled workday on an alternate day during the pay period. When operational requirements do not permit an alternate day off in lieu of the official holiday or a Sergeant elects not to take the holiday in the pay period, that Sergeant shall receive holiday pay equivalent to the number of hours in their regularly scheduled workday. This election must be made in the pay period in which the holiday falls.
- Effective July 1, 2023, if a retiring Sergeant has five (5) or more years of service, the contribution into their retirement health savings (RHS) account will increase from $800 per twelve (12) months of City service to $900, prorated for any partial year.
- Fair Labor Standards Act (FLSA) language was updated throughout the agreement.
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